Do personality factors predict job satisfaction

By Adrian Furnham, K. V. Petrides, C. Jackson, Tim Cotter. 2002

236 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/36a0f29dce6db96fa9bb3615f6d9697932cd18be

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Assessing asymmetric effects in the formation of employee satisfaction (2007, background): “Literature in personality psychology, for example, has identified some specific personality traits as predictors of employee satisfaction (Furnham et al., 2002; Judge, Heller, & Mount, 2002). Karatepe, Uludag, Menevis, Hadzimehmedagic, and Baddar (2006) found that self-efficacy and effort are positi”
Workplace safety: a meta-analysis of the roles of person and situation factors. (2009, background): “Additionally, neuroticism is negatively related to intrinsic motivation (Furnham et al., 2002) and the desire to take control over one’s environment (Judge, 1993), both of which likely hamper safety performance.”
Personality, motivation and job satisfaction: Hertzberg meets the Big Five (2009, methodology): “However, the near-significant contribution of age (as well as agreeableness) for intrinsic job satisfaction suggests that a larger sample may have produced different results that would be more in line with previous literature (e.g. Davies et al., 1991; Furnham et al., 2002).”
Using personality traits to predict police officer performance (2008, background): “Beyond job performance, conscientiousness has been found to be related to other positive outcomes such as college student retention, positive social functioning, marital stability, and good health (Furnham et al., 2002; Roberts et al., 2005).”
Motivation and personality of preservice teachers in Croatia (2012, background): “Furnham, Petrides, Jackson, and Cotter ( 2002 ) considered that explaining about 10% of the variances in work-related behaviour and perceptions is not trivial given this is the typical amount of variance accounted for by personality variables.”